jump to content UT Austin Revised Handbook of Operating Procedures

GLOSSARY OF DEFINITIONS

Allegation, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means any written or oral statement or other indication of possible scientific misconduct made to a University official.

Animal, under Policy Number 11.B.3, Use of Animals in Research and Teaching Activities, is defined as any live or dead vertebrate animal used or intended for use in biomedical or behavioral research, research training, teaching, or testing.

Applicant, under Policy Number 7.E.2, Criminal Background Checks, is an individual who applies for an open position with The University of Texas at Austin, whether the individual is an outside candidate or a current employee of The University of Texas at Austin.

An appropriate administrator, under Policy Number 12.B.2, Student Travel Policy for University Organized or Sponsored Events, is a Dean, Department Chair, or Director of an administrative unit, or their delegate.

Artwork, under Policy Number 2.A.5, Art in Public Spaces, shall refer to two- or three-dimensional works of art created or considered for installation in public spaces so long as they are not associated with acquisition activities of the Jack S. Blanton Museum of Art, the Humanities Research Center, and of other curated and archived exhibitions and collections. Artwork included in temporary exhibits that are located in spaces controlled by these units or other units of the University are not subject to this policy.

Business Entity, under Policy Number 11.B.2, Institutional Conflict of Interest in Human Subjects Research, means any entity recognized by law through which business for profit is conducted, including a sole proprietorship, partnership, firm, corporation, holding company, joint stock company receivership, or trust.

The campus, under Policy Number 7.E.1, Telecommuting, is all buildings or facilities under the control of the University, regardless of location.

Campus Violence, under Policy Number 2.A.3, Prohibition of Campus Violence, encompasses threatening and violent behavior.

A catastrophic illness or injury, under Policy Number 7.F.12, Sick Leave Pool, is a severe condition or combination of conditions affecting the mental or physical health of the employee or member of the employee’s immediate family that requires treatment by a licensed practitioner for a prolonged period and that forces the employee to exhaust all leave time earned and therefore results in loss of compensation from the state.

A close relative, under Policy Number 4.A.1, Employment of Close Relatives, is defined as an employee’s spouse, son and daughter (including stepchild), son-in-law and daughter-in-law, parents (including stepparents), father-in-law and mother-in-law, brother and sister (including stepbrother and stepsister), brother-in-law and sister-in-law, aunt, uncle, niece, nephew, first cousin, grandparent, grandchildren, great grandparent, and great grandchildren.

Committed Effort, under Policy Number 11.B.4, is the amount of Effort proposed in a proposal or other project application that is accepted by a sponsor, regardless of whether salary support is requested in support of the Effort.

Complainant, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means a person who makes an allegation of scientific misconduct. 

Complainant, under Policy Number 4.B.2, Sex Discrimination and Sexual Harassment, means a person who submits a written complaint alleging sex discrimination, including sexual harassment.

Complainant, under Policy 4.B.1, Nondiscrimination Policy, means a person who submits a written complaint alleging discrimination, including harassment.

Complaint, under Policy Number 4.B.1, Nondiscrimination Policy, means a signed document alleging discrimination, including harassment.

Complaint, under Policy Number 4.B.2, Sex Discrimination and Sexual Harassment, means a signed document alleging sex discrimination, including sexual harassment.

Conflict of Interest, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means the real or apparent interference of one person’s interests with the interests of another person or entity, where the potential bias may occur due to prior or existing personal or professional relationships. 

A conflict of interest, under Policy Number 4.A.2, Consensual Relationships, and/or an appearance of impropriety arises when individuals with the authority and the responsibility to evaluate the work or performance of an employee, student or student employee initiate, acquiesce or engage in an intimate romantic and/or sexual relationship with that employee, student or student employee. 

A conflict of interest, under Policy Number 4.A.4 exists when an employee owes a professional obligation to The University of Texas at Austin that is or might be compromised by the pursuit of outside interests.  Outside interests, such as professional activities, personal financial interests, or the acceptance of gifts from third parties, can create conflicts between the interests of the University and an employee's private interests and may prevent the employee from making decisions that are in the best interest of the University.  Even if those outside interests do not actually impair an employee's ability to act in the best interest of the University, it may appear to the public that the employee's independence of judgment has been affected.  The purpose of this policy is to provide an executive summary of conflict of interest laws, rules, and policies, all of which are intended to preserve the public trust in the integrity of employees by preventing bias or the appearance of bias in decision-making.

A consensual relationship, under Policy Number 4.A.2, Consensual Relationships, is a mutually acceptable, romantic and/or sexual relationship between a University employee with supervisory, teaching, evaluation or advisory authority and an employee, student and/or student employee who is directly supervised, taught, evaluated or advised by that employee.

Cost Sharing, under Policy Number 11.B.4, is the mandatory or voluntary commitment of institutional resources contained in the proposal/application and resulting award.  The concept of matching is synonymous with Cost Sharing.

Coworker, under Policy Number 7.F.3, Emergency Leave,is defined as a person who was an active employee of The University of Texas at Austin at the time of death.

Criminal background check, under Policy Number 7.E.2, Criminal Background Checks,is information collected about a person by a criminal justice agency.

Deciding official, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means the University official who makes final determination on allegations of scientific misconduct and any responsive University actions.

An individual with a disability, under Policy Number 4.B.3, Disability Accommodation for Applicants and Employees, is a person with a physical or mental impairment that substantially limits one or more major life activities; has a record of such impairment; or is regarded as having such impairment.

Discount Rate, under Policy Number 7.E.6, Employee Discount Program, is defined as a discount rate established by a provider that will give employees a meaningful (minimum of ten percent) point-of-sale discount off the retail price of selected goods and services during normal business hours upon presentation of reasonable evidence of University employment by a valid employee identification card or other reasonable evidence of University employment when purchasing a product or service.

Discrimination, under Policy Number 4.B.1, Nondiscrimination Policy, is defined as conduct directed at a specific individual or group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education because of their race, color, religion, national origin, gender, age, disability, citizenship, veteran status, sexual orientation, gender identity, or gender expression. .

A documented medical condition, under Policy Number 7.F.11, Sick Leave, exists when the employee submits a licensed practitioner’s certification to the employee’s supervisor as to the nature of the sickness, injury, or confinement due to pregnancy.

Duty day, under policies, 7.F.1., Annual Leave and 7.F.11, Sick Leave, means an employee's last physical day on the job prior to separation from employment.

Effort, under Policy Number 11.B.4, is the amount of time spent on any activity expressed as a percentage of Total Institutional Activities for which an Individual is compensated by the University and includes:

1. Research or Sponsored Projects (i.e., contracts and grants).

2. Instruction and non-sponsored research.

3. Administrative duties.

4. Other institutional activities/responsibilities.

Completed Effort Certification should reflect all activities conducted under the terms of employment, which typically DOES NOT include:

1. Outside consulting.

2. Stipend payments.

It is EXTREMELY IMPORTANT to understand that Effort is NOT calculated on a 40-hour workweek or any other standard workweek.  In addition, total Effort must equal 100%.  (For example, if an Individual averages 60 hours per week during the reporting period and spends an average of 15 hours on a Sponsored Program, that represents 25% Effort.  The other 45 hours, allocated to other institutional activities, represents 75% Effort.)

Effort Certification, under Policy Number 11.B.4, is a means of confirming that all of the Effort committed to a project, whether paid on the sponsored award account or expended in support of a project (but not paid on the sponsored account) has been performed.  Effort Certification is not a verification of our payroll system’s accuracy.  Payroll distribution allocates an Individual’s salary, whereas Effort Certification verifies the allocation of an Individual’s time expressed as a percentage of his/her Total Institutional Activities.

An eligible dependent, under Policy Number 7.A.1, COBRA:  Health Insurance Continuation Coverage After Eligibility Loss, for purposes of COBRA eligibility, includes a dependent who was covered by the eligible employee’s medical, dental, or vision insurance at the time of the qualifying event.

An eligible employee, under Policy Number 7.A.1, COBRA:  Health Insurance Continuation Coverage After Eligibility Loss, for purposes of COBRA eligibility, is a benefits-eligible employee appointed to work at least twenty (20) hours per week for at least four and one-half (4 ½) continuous months.

Eligible service, under Policy Number 7.D.1, Employee Length of Service Recognition, is accrued in monthly increments:  one month of service is given for each month or fraction of a month of an active appointment in a classified or A & P title.  Eligible service is computed through May 31 of the award year.  Leave without pay status is not included in eligible service.  Military leave with pay status is included to determine eligible service.

An employee , under Policy Number 4.C.1, Protecting the Confidentiality of Social Security Numbers, is a person who has a current, active appointment to work for the University, or is hired by the University pursuant to a flat-rate agreement to perform services for a specific occasion, including student workers and faculty.

An employee with a disability, under Policy Number 7.F.2, Assistance Dog Training, for the purposes of the assistance dog training, means a person who has a mental or physical disability, including mental retardation, hearing impairment, deafness, speech impairment, visual impairment, or any health impairment that requires special ambulatory devices or services. 

An employee’s confinement due to pregnancy, under Policy Number 7.F.11, Sick Leave, for purposes of using sick leave, means inability to perform duties caused or contributed to by pregnancy, miscarriage, abortion, childbirth or recovery.  The employee seeking to use sick leave to cover the impairment must provide a licensed practitioner‘s certification that the impairment causes the employee to be unable to work.  Sick leave may not be used in conjunction with parental leave or family and medical leave once an employee has recovered from temporary impairment related to pregnancy or confinement.

Employee’s family, under Policy Number 7.F.3, Emergency Leave, is defined as the employee’s spouse, the employee’s and the spouse’s parents, children, brothers, sisters, grandparents, and grandchildren and an employee’s daughters-in-law and sons-in-law.

Employment related injury, under Policy Number 7.E.3, Return to Work Program, is an injury or occupational disease, which arises out of the course and scope of employment and is a compensable injury or illness, as defined under the Texas Workers’ Compensation Act (TWCA).

An enrolled student, under Policy Number 12.B.2, Student Travel Policy for University Organized or Sponsored Events, is one who has been admitted to and is attending classes at the University. 

Exempt employees, under Policy Number 7.F.17, State Compensatory Time, are those employees exempt from the Fair Labor Standards Act under an Executive, Professional or Administrative exemption.

The Fair Labor Standards Act (FLSA) under Policy Number 7.F.17, State Compensatory Time, deals primarily with federal overtime, minimum wage and child labor laws.

Fit for duty ,under Policy Number 7.E.5, Fitness for Duty, means able to perform the duties of the job in a safe, secure, productive, and effective manner.

Good Faith Allegation, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means an allegation made with the honest belief that scientific misconduct may have occurred.  An allegation is not in good faith if made with reckless disregard for or willful ignorance of facts that would disprove the allegation.

Harassment, under Policy Number 4.B.1, Nondiscrimination Policy, as a form of discrimination is defined as verbal or physical conduct that is directed at an individual or group because of race, color, religion, national origin, age, disability, citizenship, veteran status, sexual orientation, gender identity, or gender expression when such conduct is sufficiently severe, pervasive or persistent so as to have the purpose or effect of interfering with an individual’s or group’s academic or work performance; or of creating a hostile academic or work environment.

Health care provider, under Policy Number 7.F.4, Family and Medical Leave, includes a doctor of medicine or osteopathy, dentist, podiatrist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, or a clinical social worker that is authorized to practice in the state of Texas or in the state the person resides for persons who reside outside the state of Texas. 

Health service provider, under Policy Number 7.E.5, Fitness for Duty, is a doctor of medicine or osteopathy, dentist, podiatrist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, or a licensed clinical social worker that is authorized to practice in the state of Texas or in the state the person resides for persons who reside outside the state of Texas.

Hours worked, under Policy Number 7.F.17, State Compensatory Time, include any hours that the University requires or permits an employee to work. As used in this policy, hours worked may also be referred to as work time.

Human Subjects Research, under Policy Number 11.B.2, Institutional Conflict of Interest in Human Subjects Research, occurs when:

  1. An investigator undertakes a systematic investigation including development, testing and evaluation designed to develop or contribute to generalizable knowledge that involves living individuals; and
  2. The investigator obtains research data through intervention or interaction with individual human subjects, or from data bases that contain personally identifiable information about human subjects.

Immediate family member, under Policy Number 7.F.11, Sick Leave, is defined as those individuals who live in the same household as the employee and are related by kinship, adoption, or marriage; or are foster children certified by the Texas Department of Child Protective and Regulatory Services; and an employee’s minor child regardless of whether the child lives in the same household. 

Immediate family member, under Policy Number 7.F.12, Sick Leave Pool, is defined as those individuals who live in the same household as the employee and are related by kinship, adoption, or marriage; or are foster children certified by the Texas Department of Child Protective and Regulatory Services; and an employee’s minor child regardless of whether the child lives in the same household.  If not in the same household, an immediate family member is strictly limited to the employee’s spouse, child or parent.

An individual, under Policy Number 11.B.4, is anyone who has paid Effort and/or Committed Effort on a Sponsored Program.

Inquiry, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means gathering information and initial fact-finding to determine whether an allegation or apparent instance of scientific misconduct warrants an investigation.

Institutional Base Salary, under Policy Number 11.B.4, (IBS) is the total guaranteed annual compensation an Individual receives from the University, whether the Individual’s time is spent on research, teaching, or other activities.  The IBS shall be used to compute salaries charged to Sponsored Programs unless sponsor policies further limit salary charges. IBS includes compensation for instruction, public service, research, and/or other institutional responsibilities.  IBS excludes fringe benefit payments; reimbursed expenses; temporary, supplemental compensation for incidental work; income earned outside of duties to the institution; and any portion of compensation deemed to be at-risk.  IBS may or may not include additional payment for administrative duties per the written policy of the University.

Institutional Conflict of Interest, under Policy Number 11.B.2, Institutional Conflict of Interest in Human Subjects Research, can occur whenever the external financial interests or business relationships of the University or of one of its officials are such that their actions could affect, or could reasonably appear to affect, the conduct, review or oversight of the University's human subjects research.  The potential for institutional conflict of interest that could compromise the integrity of the University’s research mission generally arises in one of the two situations described below:

  1. When the University, as an institution, has taken an equity interest in a business enterprise in which University employees conduct, or propose to conduct, research that could affect the value of the equity interest in that enterprise; or when the University holds a patent, license, or right to royalties on a process, technique, or production that it licenses to external companies, which in turn use University employees to conduct research on that process, technique or product; or
  2. When a University official, with the authority to act on behalf of the University and to make decisions that have institution-wide implications, or whose decisions could reasonably be seen as affecting the conduct, review, or oversight of human subjects research, holds a significant financial interest in, consults for, serves on the board of, or is otherwise expected to act for the benefit of an entity that has a financial interest in University-sponsored human subjects research.

An Instructional Budget, under Policy Number 5.B.1 Modified Instructional Duties, is the budgeted account(s) from which faculty salaries for the academic unit(s) are paid.

Intermittent leave, under Policy Number 7.F.4, Family and Medical Leave, is defined as leave taken in separate blocks of time to cover a single illness or injury. 

Investigation, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means the formal examination and evaluation of all relevant facts to determine if misconduct has occurred, and, if so, to determine the responsible person and the seriousness of the misconduct.

Licensed practitioner, under Policy Number 7.F.12, Sick Leave Pool, includes a licensed physician, nurse practitioner, or other licensed health care professional.

A licensed practitioner’s certification, under Policy Number 7.F.11, Sick Leave, is a document signed by a licensed physician, nurse practitioner, or other health care professional, competent within their scope of practice to make a medical evaluation of the employee's sickness, injury or confinement due to pregnancy. 

Non-exempt employees, under Policy Number 7.F.17, State Compensatory Time, are those employees who do not fall under any of the exemptions and are therefore covered by the Fair Labor Standards Act.

Notification, under Policy Number 4.B.1, Nondiscrimination, takes place two days after the date of posting of any document in the United States mail, properly addressed, or upon the date of receipt of any document, when placed in the campus mail, properly addressed. Written communications to a complainant are properly addressed when sent to the address given in the complaint or the last address given since the filing of the complaint.

Notification, under Policy Number 4.B.2, Sex Discrimination and Sexual Harassment, takes place two days after the date of positing of any document in the United States mail, properly addressed, or upon the date of receipt of any document, when placed in the campus mail, properly addressed.  Written communications to a complainant are properly addressed when sent to the address given in the complaint or the last address given since the filing of the complaint.

ORI, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means the Office of Research Integrity in the U.S. Department of Health and Human Services (DHHS).  ORI is responsible for the scientific misconduct and research integrity activities of the U.S. Public Health Services (PHS).

An organized event, under Policy Number 12.B.2, Student Travel Policy for University organized or Sponsored Events, is one that is initiated, planned and arranged by a member of the University’s faculty or staff, or by the members of a sponsored student organization, and is approved by an appropriate administrator.

Parent, under Policy Number 7.F.4, Family and Medical Leave, means a biological parent or an individual who stands or stood in loco parentis to an employee when the employee was a son or daughter as defined in this glossary.  This term does not include an employee’s parent-in-law. 

Physician, under Policy Number 7.E.3, Return to Work Program, means a doctor of medicine, osteopathic medicine, optometry, dentistry, podiatry, or chiropractic who is licensed and authorized to practice as defined in the Texas Workers’ Compensation Rules (Texas Labor Code, Title 5, Subtitle A).

Position, under Policy Number 7.E.2, Criminal Background Checks, is both a full-time and part-time position, whether the position is filled or to be filled by a regular or a temporary worker, but not including a position filled by a temporary worker provided by a temporary employment agency.

Provider, under Policy Number 7.E.6, Employee Discount Program, is defined as an eligible business entity that is in compliance with applicable UT System Board of Regents' Rules and Regulations, University policies, and state laws including certification requirements applicable to the provision of a particular service or product.

Public spaces, under Policy Number 2.A.5, Art in Public Spaces, shall refer to sites exterior to buildings, unenclosed interior spaces, e.g., stadia and atria, and enclosed interior spaces, with the exception of spaces such as conference rooms and personal offices that do not serve as reception areas for the public.

A qualified individual with a disability, Policy Number 4.B.3, Disability Accommodation for Applicants and Employees, is defined as one who possesses the requisite skills, education, experience and training for a position, and who can, with or without reasonable accommodation, perform the essential functions of the position the individual desires or holds.

A reasonable accommodation, under Policy Number 4.B.3, Disability Accommodation for Applicants and Employees, is defined as a modification or adjustment to the job application process or the work environment that enables a qualified person with a disability to be considered for a position, perform the essential functions of a position, or enjoy the same benefits and privileges of employment as are enjoyed by similarly situated employees without disabilities.

Reduced schedule leave, under Policy Number 7.F.4, Family and Medical Leave, is defined as a leave schedule that reduces the number of hours an employee usually works in a day or a week.  An example of reduced schedule leave would be an employee working part of a day while recovering from a serious health condition. 

A regularly assigned place of employment, under Policy Number 7.E.1, Telecommuting, is the location on the University campus where an employee usually and customarily reports for work. The regularly assigned place of employment is considered an employee’s workstation for all pay, leave and travel purposes.

Requesting Unit, under Policy Number 2.A.5, Art in Public Spaces, shall refer to the college, school, or unit on campus that is requesting approval.

Research Integrity Officer, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means the institutional official responsible for making an inquiry into allegations of scientific misconduct and determining when such allegations warrant an investigation.  The Research Integrity Officer will be appointed by the Vice President for Research. 

Research Record, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means any data, document, computer file, computer diskette, or any other written or non‑written account or object that reasonably may be expected to provide evidence or information regarding the proposed, conducted, and/or reported research that constitutes the subject of an allegation of scientific misconduct. A research record includes, but is not limited to, grant or contract applications, whether funded or unfunded; grant or contract progress and other reports; laboratory notebooks; notes; correspondence; videos; photographs; x‑ray film; slides; biological materials; computer files and printouts; manuscripts and publications; equipment use logs; laboratory procurement records; animal facility records; human and animal subject protocols; consent forms; medical charts; and patient research files.

Respondent, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means the persons against whom an allegation of scientific misconduct is directed or the person whose actions are the subject of the inquiry or investigation.  There can be more than one respondent in any inquiry or investigation. 

Respondent, under Policy Number 4.B.1, Nondiscrimination Policy, means that the person designated to respond to a complaint. Generally the respondent would be the person alleged to be responsible for the prohibited discrimination or harassment alleged in a complaint. The term “Respondent” may be used to designate persons with direct responsibility for a particular action or those persons with administrative responsibility for procedures and policies in those areas covered in a complaint.

Respondent, under Policy Number 4.B.2, Sex Discrimination and Sexual Harassment, means the person designated to respond to a complaint.  Generally the respondent would be the person alleged to be responsible for the prohibited discrimination or sexual harassment alleged in a complaint.  The term “Respondent” may be used to designate persons with direct responsibility for a particular action or those persons with administrative responsibility for procedures and policies in those areas covered in a complaint. 

Responsible Authority, under Policy Number 2.A.2, Nonsmoking Policy, is the person(s) designated by the Vice President for Employee and Campus Services to implement the Nonsmoking policy.

Retaliation, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means any action taken by the University that adversely affects the employment or other institutional status of a complainant, who, acting in good faith, has made an allegation of scientific misconduct.  Adverse actions taken against any individual who has cooperated in good faith with an investigation of alleged misconduct also constitute retaliation. 

A Return to Work (RTW) (Modified Duty) position, under Policy Number 7.E.3, Return to Work Program, is a temporary position to which an employee is assigned when he/she is unable to return to his/her regular position following an on-the-job injury or illness. The Return to Work position temporarily addresses the restrictions placed on an individual by the employee’s treating doctor.

Scientific Misconduct or Misconduct in Other Scholarly Research, under Policy Number 11.B.1, Misconduct in Science and Other Scholarly Activities, means fabrication, falsification, or plagiarism.  In addition, other practices that seriously deviate from ethical standards for proposing, conducting, or reporting research are unacceptable and in some cases may constitute scientific misconduct.  Ordinary errors, good faith differences in interpretations or judgments of data, scholarly or political disagreements, good faith personal or professional opinions, or private moral or ethical behavior or views are not misconduct under this definition. 

Security sensitive position, under Policy Number 7.E.2, Criminal Background Checks, shall be restricted to those positions described in Texas Education Code 51.215 (c) and Texas Government Code 411.094 (a) (2), as those sections may be amended from time to time. Positions/areas determined to be security sensitive include those of executive and senior level administrators; those with responsibility for providing patient care or for providing child care in a child-care facility, as that term is defined in Texas Human Resources Code 42.002(3); and those with direct access to, or responsibility for, pharmaceuticals, select agents, or controlled substances. Other security sensitive positions will be designated as provided in Section B. (Other definitions available from Business Procedures Memorandum 29-11-02.)

Serious health condition, under Policy Number 7.F.4, Family and Medical Leave, means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider.

A severe condition or combination of conditions, under Policy 7.F.12, Sick Leave Pool, is one that will result in death if not treated promptly; requires hospitalization for more than 72 consecutive hours; or causes a person to be legally declared a danger to him or herself or others. For purposes of the policy, pregnancy and elective surgery are not considered severe conditions, except when life-threatening complications arise from them.

Sex Discrimination, under Policy Number 4.B.2, Sex Discrimination and Sexual Harassment, including sexual harassment, is defined as conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education on account of sex. 

Sexual Harassment, under Policy Number 4.B.2, Sex Discrimination and Sexual Harassment, is a form of sex discrimination that can occur when: 

Sexual misconduct, under Policy Number 4.A.3, Sexual Misconduct, is behavior or conduct of a sexual nature that is unprofessional and/or inappropriate for the educational and working environment.

Behaviors that may constitute sexual misconduct include but are not limited to:

Failure to observe the appropriate boundaries of the supervisor/subordinate or faculty/student relationship, including the participation of a supervisor, teacher, advisor or coach in an unreported consensual romantic or sexual relationship with a subordinate employee or student.

Sickness or injury, under Policy Number 7.F.11, Sick Leave, for purposes of using sick leave, includes an absence required for medical, dental, or optical examination or treatment; or for physical therapy and laboratory work or tests as ordered by a licensed practitioner.

Significant Financial Interest in a Business Entity, under Policy Number 11.B.2, Institutional Conflict of Interest in Human Subjects Research, means (1) a controlling interest; (2) ownership of more than 10% of the voting interest; (3) ownership of more than 25% of the fair market value; (4) a direct or indirect participating interest by share, stock, or otherwise, regardless of whether voting rights are included, in more than 10% of the profits, proceeds or capital gains; (5) service as a member of the board of directors or other governing board; including a trustee or advisory director; (6) service as an officer; or (7) service as an employee.

Sites, under Policy Number 2.A.5, Art in Public Spaces, shall refer to the main campus, the Pickle Research Center, the Brackenridge Field Laboratory, the Stengl Lost Pines Biological Station, the McDonald Observatory, the Marine Science Institute, and any other locations that are the property of the University and to which the public has access.

Son or daughter, under Policy Number 7.F.4, Family and Medical Leave, means a biological, adopted, or foster child, a step-child, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and “incapable of self-care because of a mental or physical disability.”

A sponsored event, under Policy Number 12.B.2, Student Travel Policy for University organized or Sponsored Events, or activity is one that the University endorses by supporting it financially, or by sending students to participate in it as official representatives of the University. 

Spouse, under Policy Number 7.F.4, Family and Medical Leave, means a husband or wife as defined or recognized under state law for purposes of marriage in the state where the employee resides, including common law marriage in states where it is recognized. 

State service credit, under Policy Numbers 7.B.1, Longevity Pay, and 7.F.1, Annual Leave, is earned for the actual days, months, and years of service with the University or other state of Texas agencies or higher education institutions, as long as employment at the other state agency or institution is not concurrent with employment at the University.  Each month an employee is on active payroll counts as one (1) month of state service credit, regardless of the number of hours worked in a month. 

Only the actual days worked during those partial months at the beginning and ending of employment count as state service credit.  Each thirty (30) days of employment converts into one (1) month of state service credit

A substantial limitation, under Policy Number 4.B.3, Disability Accommodation for Applicants and Employees, is defined as an impairment that prevents the performance of a major life activity that the average person in the general population can perform; or a significant restriction as to the condition, manner or duration under which an individual can perform a particular major life activity as compared to the average person in the general population.

Supervision, under Policy Number 4.A.1, Employment of Close Relatives (Nepotism), means the exercise of authority or responsibility with regard to appointment, reappointment, promotion, managing performance, work assignments, salary administration, termination or other terms and conditions of employment.

Supervisor, under Policy Number 7.E.5, Fitness for Duty, means: for staff, the person to whom they report; and for faculty, their Chair or Dean.

Sustainability, under Policy Number 1.A.03, Campus Sustainability Policy, refers to societal efforts that meet the needs of present users without compromising the ability of future generations to meet their own needs.Sustainability presumes that the planet’s resources are finite, and should be used conservatively, wisely, and equitably. Decisions and investments aimed to promote sustainability will simultaneously advance economic vitality, ecological integrity, and social welfare.

Telecommuting, under Policy Number 7.E.1, Telecommuting, is routinely working one or more days per week at a location other than an employee’s regularly assigned place of employment under an agreement approved pursuant to this policy. 

Threatening Behavior, under Policy Number 2.A.2, Prohibition of Campus Violence, includes any behavior, whether intentional or reckless, that by its nature would be interpreted by a reasonable person as an intent to harm another person or damage property belonging to another.  Threats may be oral, written, or communicated through conventional mail, electronic, fax, or telephonic means and may be direct or implied.

Total Institutional Activities, under Policy Number 11.B.4, are those activities for which an Individual is paid by the UT Institution.  Common activities include administrative duties, instruction, research, and public service.

The University, under Policy Number 2.A.5, Art in Public Spaces, shall refer to The University of Texas at Austin.

University Official, under Policy Number 11.B.2, Institutional Conflict of Interest in Human Subjects Research, is defined as an individual who, because of his or her position with the University, has the capacity to affect, or can reasonably appear to affect, University processes for the conduct, review or oversight of human subjects research.  Such officials can include the President, the Executive Vice President and Provost, Vice Presidents, Associate Vice Presidents and Vice Provosts, Deans, Department Chairs, and Directors of Organized Research Units.

Verbal Conduct, under Policy 4.B.1, Nondiscrimination, is defined as oral, written, or symbolic expressions that personally describe or is personally directed at a specific individual or group of identifiable individuals; and is not necessary to an argument for or against the substance of any political, religious, philosophical, ideological, or academic idea.

Violent Behavior, under Policy Number 2.A.3, Prohibition of Campus Violence, includes any behavior, whether intentional or reckless, which results in bodily injury to another person and/or damage to property.

Workday, under Policy Number 7.E.4, Taking Course Work During the Workday, applies to the specific workday of each employee, not necessarily the usual 8:00 a.m. to 5:00 p.m. workday.

The standard workday, under Policy Number 7.F.17, State Compensatory Time, is the 24-hour period beginning at 12:01 a.m. and ending at 12:00 midnight. Working more than eight hours in a workday does not constitute overtime. Fair Labor Standards Act (FLSA) overtime occurs only after actually working more than 40 hours in a workweek.

The standard workweek, under Policy Number 7.F.17, State Compensatory Time, is a fixed and recurring period of seven consecutive 24-hour days. The University’s workweek begins at 12:01 a.m. Monday and ends at 12:00 midnight Sunday. The University’s regular workweek for full-time employees is eight hours a day (plus an optional meal period) on five consecutive days from 8:00 a.m. to 5:00 p.m. Adjusted work schedules may be approved for part-time employees, shift employees and employees occupying positions which require a workweek other than five days.

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